6 Trends Defining the Recruitment Industry in 2022

Millennials, technologies, and new attitudes, the recruitment landscape is changing at an even faster rate. Hiring practices that were the norm in a post-pandemic world are beginning to look outdated.

It has become apparent that the recruitment landscape is never going to be the same as it once was, and many of us had to adapt.

As Dan Pink says it best “talented people need organisations far less than organisations need talented people”. So, what does this mean for organisations? Employees are now starting to drive the decisions and conversations around how work gets done, when it gets done, what technologies are being used to get it done, and so on.

Below we outline 6 recruitment trends shaping the future of work.

1. Skills Shortage

The biggest and most significant change that we’ve seen in the world of recruitment is the shift to a candidate-driven market.

We are seeing unprecedented times for talent shortage numbers, with a record 78% of employers in the UK having difficulty in filling jobs due to a lack of skilled talent. Compared to 2010, this is an increase of 69%.

With more jobs available than candidates, candidates have more options than ever before. This will give applicants more power to negotiate and secure better salaries and benefits.

Korn Ferry, The Global Talent Crunch 2022 report finds that by 2030, there will be a global human talent shortage of more than 85.2 million people, or roughly equivalent to the population of Germany.

That glaring difference between supply and demand is forcing recruiters to work even harder to bring in qualified talent and fill open positions.

2. Remote Recruitment

It’s quickly become evident that hiring virtually is here to stay, giving recruiters the gift of time.

Opening to a global talent pool can significantly increase opportunities and fill open positions faster and with better candidates. Recruiters can reach a larger and diverse pool of talent with a wider skill set who aren’t limited by geography.

Recruiters are simply realising the benefits – remote recruitment and virtual interviews are time-saving and efficient ways of screening, especially in the early stages of the hiring process.

3. Selective Applications

Due to the shift in the market, employers can expect to see a decrease in the applications, as candidates become more selective about the jobs they apply for.

Candidates can now afford to become more selective in their job search as they know employers are desperately seeking skills they possess. This means they’re more likely to wait for a job they truly want, a culture that suits their work ethics, and a company that excites them.

In fact, 49% of job seekers working in in-demand fields like technology would turn down an offer if they had a bad experience during the hiring process, with 38% more likely to accept if they were satisfied with their experience.

To attract top talent, employers need to make their workplace desirable and prioritise the elements that will appeal to their target market.

4. The Emergence of Employer Branding & Culture

In a highly competitive talent market, a compelling employer brand is a key to attracting the best talent.

Businesses with excellent employer brands receive 50% more qualified applicants. This means that having a great brand image helps in reducing hiring costs per candidate as well.

The more information candidates have about the company, its mission, vision, and culture, the more likely they are to have a positive impression and apply for the job.

In fact, over 75% of job seekers research employer brand and reputation before they apply – usually on LinkedIn or Glassdoor.

With the skills shortage trend continuing into 2023, candidates can afford to be more selective. It’s a fight of the fittest as companies will need to endeavour to be as transparent as possible on company culture, ethics, and reputation in order to secure the very best talent.

5. Data-Driven Recruitment

Traditional methods of recruiting remain the norm as recruiters appear afraid of adapting. However, the use of data-driven metrics is one of today’s hottest recruiting trends. There has been a shift to favour data analysis for job roles and candidates, and as the digital revolution continues, we will see more of this approach adopted.

6. Focus on Retention

With the candidate-driven market in full swing, it’s extremely important that organisations focus on retaining top talent. With more options on the table for candidates, the temptation to move roles is higher. Salaries, bonuses, and well-being should be high on your growth plans this year.

More than a third (37%) of candidates said they’d be willing to take a pay cut for a chance to learn new skills. The same percentage said they see upskilling opportunities as the most important factor in deciding on a new job, after salary and benefits.

Candidates’ willingness to trade salaries shows that they don’t see these rewards as nice-to-have. It’s factors that separate one job offer from another. And in a competitive job market, it’s not enough for a company to simply offer them.

If you are looking for permanent, temporary, or contract staff, our experienced team of recruiters will ensure it’s a seamless process from beginning to end.

If you would like to discuss your hiring requirements or are looking for new opportunities, get in touch today!

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